摘要 企业之间的竞争归根结底是人才的竞争。要想吸引人才留住优秀员工，必须建立科学合理的激励机制，激发员工爱岗敬业的工作热情和创造性。一直以来，餐饮行业因为工作辛苦导致员工离职率高，因此如何稳定员工队伍提高员工忠诚度成为餐饮企业共同面对的难题。 海底捞餐饮股份有限公司创立于1994年，是一家将川味火锅与各地火锅特色相融合的大型跨省直营餐饮企业，其经营网络遍及全国百所城市并在韩国、日本、新加坡、美国开立分店，2018年9月于港交所上市，是国内餐饮行业家喻户晓的知名品牌。成功的管理是系统的管理，成功的激励是持续的激励。自成立以来，海底捞在如何落实以人为本建立持久性激励机制，如何激励优秀人才降低员工离职率方面做了大量先导性探索，形成了一整套体系健全、特色鲜明的薪酬体系与激励机制，成为国内其他企业竞相学习的标杆。本文在理论概述的基础上，对同行业标杆企业麦当劳、星巴克、肯德基的员工激励创新举措进行分析，然后具体从六个方面：薪酬福利、培训激励、绩效考核、员工晋升、精神激励、榜样机制分析了海底捞一线员工激励机制的创新之处。在此基础上，详细剖析了海底捞激励机制的七个要素，即三个核心要素——利益驱动、权力赋予、责任承担，三个关系要素——组织引导、约束机制、承诺兑现，以及一个文化要素——文化熏陶，并阐述其相互关系，挖掘海底捞激励的成功之道。分别从绩效激励、奖励机制、监督管理及企业文化四个方面提出对我国餐饮业的建议，以期对其他企业形成借鉴。 尊重人性、换位思考、利益共享是成功企业管理制度的共同特质。本研究对于餐饮企业完善激励机制，提升人力资源管理水平有参考价值，对其他企业强化员工主人翁意识、降低员工离职率有借鉴意义。

ABSTRACT The competition between enterprises is ultimately the competition of talents. In order to attract talents to retain excellent employees, it is necessary to establish a scientific and reasonable incentive mechanism to stimulate the enthusiasm and creativity of employees' dedication and dedication. For a long time, the catering industry has a high turnover rate due to hard work. Therefore, how to stabilize the workforce and improve employee loyalty has become a common problem faced by catering enterprises. Founded in 1994, Haidilao Catering Co., Ltd. is a large-scale inter-provincial direct-catering enterprise that combines Sichuan-style hot pot with local hot pot features. Its business network covers 100 cities across the country and is opened in Korea, Japan, Singapore, and the United States. Lidian Branch, listed on the Hong Kong Stock Exchange in September 2018, is a well-known brand in the domestic catering industry. Successful management is the management of the system, and successful incentives are continuous incentives. Since its inception, Haidilao has made a lot of pioneering explorations on how to implement a people-oriented and persistent incentive mechanism, how to motivate outstanding talents to reduce employee turnover rate, and form a complete set of remuneration system and incentive mechanism with sound system and distinctive characteristics. The benchmark for other companies to compete for learning. Based on the theoretical overview, this paper analyzes the employee incentives and innovations of McDonald's, Starbucks, and KFC in the same industry, and then from six aspects: compensation and benefits, training incentives, performance appraisal, employee promotion, spiritual motivation, and role model. The innovation of the incentive mechanism of the first-line employees of Haidilao was analyzed. On this basis, the seven elements of the Haidilao incentive mechanism are analyzed in detail, namely three core elements—profit-driven, power-giving, responsibility-bearing, three relationship elements—organizational guidance, constraint mechanism, commitment fulfillment, and a Cultural elements - cultural edification, and explain their mutual relationship, to tap the success of the sea fishing incentives. From the four aspects of performance incentives, reward mechanism, supervision and management and corporate culture, the paper puts forward suggestions for China's catering industry, in order to form a reference for other enterprises. Respect for humanity, empathy, and benefit sharing are the common characteristics of a successful corporate management system. This study has reference value for improving the incentive mechanism for catering enterprises and improving the level of human resources management. It can be used as reference for other enterprises to strengthen their sense of ownership and reduce employee turnover.